MAN 213 Data Analyze

8/8/2019 MAN 213 Data Analyze

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The study aims to determine the Impact of Human Resource Management practices on

Professional Performance toward Effectiveness as a variable Organizational Development.

1. Respondent Profile

Age

Frequency Percent

Valid

22 6 6.0

23 5 5.0

24 11 11.0

25 13 13.0

26 15 15.0

27 5 5.0

28 6 6.0

29 3 3.0

30 2 2.0

31 4 4.0

32 3 3.0

33 2 2.0

34 7 7.0

35 1 1.0

36 5 5.0

37 5 5.0

39 2 2.0

40 5 5.0

Total 100 100.0

Age

N Valid 100

Missing 0

Mean 28.78

Mode 26

Std. Deviation 5.291


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Gender

Frequency Percent

Valid Male 45 45.0

Female 55 55.0

Total 100 100.0

Legend

4- Always

3- Sometimes

2- Rarely

1-Never

Civil Status

Frequency Percent

Valid Single 50 50.0

Married 50 50.0

Total 100 100.0


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Determining the Impact of Human Resource Management Practices to attain

Personnels Professional Performance

Descriptive Statistics - Staffing

N Mean Std. Deviation

When recruiting candidates for a job, the HRM keep in mind that

there are laws that protect job seekers from solicitation and

discrimination.

100 3.82 .386

The HRM legally secures a method of recruiting such as placement

of advertisement to paper, job sites, friends and family, employee

agencies, etc. with the corresponding qualifications and requirements

that made them possible to be a candidate.

100 3.77 .423

The HRM strictly provides a prescreening of all applicants or

employees with their backgrounds or previous performances upon

receiving resumes.

100 3.81 .394

The HRM compares candidates experiences to your job description. 100 3.72 .451

The HRM choose the candidate who has the appropriate educational

attainment for the job.100 3.65 .520

The HRM provides a face- to- face interview with the applicants for

better assessment and so as the behavior observations.100 3.74 .441

The HRM provides a background check to the candidates like

consulting their character references.100 3.80 .402

The HRM puts the candidate into a test either theoretical or practical

test which gives an accurate assessment for selection/ hiring of

employees.

100 3.82 .386

Valid N (listwise) 100


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Descriptive Statistics - Classification and Compensation


The HRM provides employees a financially stable environment. 100 3.60 .532

The HRM gives the salary or even merits that are due to their workers and their

performances.

100 3.58 .496

The HRM allotted a bonus payments or incentives to their employees. 100 3.80 .402

The HRM honors the high performance appraisal which could lead them to a

decision of giving the employee an incentives or bonuses.100 3.82 .386



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Descriptive Statistics - Performance Management System


The HRM has provided the setting of objectives together with their employees that

bounded them in one goal.100 3.74 .485

The HRM reviews the performance plan with the employees to set direction in

attaining one desired result.100 3.61 .530

The HRM directly observes each employees performances and gives feedback

either positive or negative feedback.100 3.68 .469

The HRM engage employees in making up the performance appraisal form which

helps the employees to be more committed in rating performances.100 3.63 .485

The HRM discusses briefly how to use and rate the performance tool so that all

raters may have the same understanding of the dimensions of the form.100 3.64 .482

When there is a positive evaluation, the HRM/ organization gives the employee anencouragement/ reinforcement and even reward so that the performance can be

done continuously.

100 3.75 .435

When there is a negative evaluation, the HRM/ organization gives the direct

corresponding actions to the employee.100 3.58 .535

If the performance appraisal form is deficient or contaminated by irrelevant

dimensions, the HRM readily change the form for effective and accurate evaluation

of performances, and again together with the employees.

100 3.80 .402



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Descriptive Statistics - Benefits


The HRM/ organization have provided the employee in return for their

contributions in them.100 3.73 .446

The HRM/ organization provides a life insurance, health life insurance,

disability insurance, etc.100 3.80 .402

The HRM/ organization provides a retirement plans for the retiring

employee/s.100 3.80 .402

The HRM/ organization allow a vacation leave, maternity leave, sick leave,

etc. with specific days of it.100 3.76 .429

The HRM/ organization provide other benefits such as food allowance,

clothing allowance and transportation allowance.100 3.68 .510



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D

escriptive Statistics - Employee Protection


The HRM/ organization ensure the safety of employees workplace and

environment.100 3.82 .386

The HRM has clearly discussed the avoidance of going to work under the

influence of drugs and alcohol and any dangerous substances that make the

environment and co- workers unsafe.

100 3.78 .416

The HRM/ organization ensure the personal wellness of the employee by

undergoing to medical test, physical exam, cognitive assessments, stress

management, etc.

100 3.76 .429

The HRM/ organization provides a safe working environment such as

eliminating hazardous equipment or substances, providing protective gears,

etc.

100 3.86 .349



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Determining the Impact of Human Resource Management Practices to attain Personnels Professional

Performance

Valid N

(listwise)Mean Std. Deviation

Total 98 3.72 .450

Determining the Impact of Human Resource Management Practices in AssessingInterpersonal relationship of the employee contain by the organization

Descriptive Statistics - Self- Awareness


Has the ability to reflect to ones self and

performance100 3.70 .461

Thinking of ones own appearance or behavior as

these may be assessed by others

100 3.77 .423

Has brought up his/ her own positive self- image to

others100 3.74 .441

Has reliance on ones capacities and abilities on the

job100 3.76 .474

Has confidence in ones own abilities 98 3.74 .438


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Descriptive Statistics - Self- Awareness


Has the ability to reflect to ones self and

performance100 3.70 .461

Thinking of ones own appearance or behavior as

these may be assessed by others100 3.77 .423

Has brought up his/ her own positive self- image to

others100 3.74 .441

Has reliance on ones capacities and abilities on the

job100 3.76 .474

Has confidence in ones own abilities 98 3.74 .438


Descriptive Statistics - Self- Regulation



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HR Personnel has the ability to exercise the will so as to prevent

oneself from expressing strong emotion or acting impulsively

when stressed out or exhausted or even angry

100 3.81 .394

HR Personnel decides from its own form as long as it does not

destruct the institution/ the other employees

100 3.69 .465

HR Personnel are trustworthy and keeps all the information

confidential when issues come to a very sensitive situation

100 3.86 .349

HR Personnel has strict honesty and adheres to moral principles

especially when conflict urgently needs attention and solution

100 3.51 .502

HR Personnel has the ability to put oneself in harmony with

changed circumstances

100 3.68 .510

HR Personnel has the ability to make changes for the betterment

of the organization as long as it does not interrupt to other

operations

100 3.79 .409


Descriptive Statistics Social Skills



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HR Personnel understands each employees/ workers without

biases100 3.77 .423

HR Personnel communicate effectively to co- workers and other

employees100 3.80 .402

Each HR personnel/ workers has built an interpersonal bond with

each other100 3.72 .451

HR Personnel help others to develop employees for their

professional growth and for the good of the institutions services100 3.78 .416

The HR Personnel has the ability to influence other employees 98 3.74 .438

Has the ability to manage conflict within the organization/

institution98 3.64 .482

Talked about the solutions to issues and conflicts arises that may

affect the operations of the organization or institution100 3.61 .490

HR Personnel work collectively and collaboratively with other

employees100 3.74 .441


Descriptive StatisticsMotivation



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Determining the Impact of Human Resource Management Practices in Assessing Interpersonal relationship of

the employee contain by the organization

Valid N

(listwise)Mean Std. Deviation

Total 94 3.77 .594

Impact of Human Resource Management practices on ProfessionalPerformance toward Effectiveness as a variable Organizational

Development. Valid N(listwise) Mean

Std.Deviation

Impact of Human Resource Management Practices inAssessing Interpersonal relationship of the employee contain

by the organization94 3.77 0.594

Impact of Human Resource Management Practices to attainPersonnels Professional Performance

98 3.72 0.45

Data has shown that Human Resource Management practices on ProfessionalPerformance toward Effectiveness as a variable Organizational Developmentdictatesthat Human Resource Management practices is very favorable for being effective indeveloping the organization.

The total average score of 3.74 and a very low dispersion range from theaverage given by the respondents indicates that they do believe and feel that theHuman Resource Management practices is encouraging organization development.

Documents

MAN 213 Data Analyze